Role Conflict, Role Overload, and Role Strain

Abstract

Role conflict exists when two or more social roles overlap and are incompatible. Conflict occurs because the performance of one role interferes with the performance of another. Role conflict can be time‐based, strain‐based, or behavior‐based. Antecedents of work–family conflict can be within the same work or family domain or across domains. Role overload exists when an individual fulfills multiple roles simultaneously and lacks the resources to perform them. It can evolve from both excessive time demands and excessive psychological demands. Role strain is an outcome of role conflict and overload. Solutions to reducing the effects of role conflict, overload, and strain include reducing demands, increasing resources, or both. More specifically, role‐sequencing, role‐prioritizing, and role change, as well as increasing social resources and managing boundaries between work and family responsibilities, are options for reducing role conflict, overload, and strain.

Role Strain, Part 1: Experiences of Athletic Trainers Employed in the Professional Sports Setting

“…Similar findings have identified interrole conflict as a prominent component of role strain in other settings. 17,18,23,24 In a previous study of nurse faculty, 7 the mean interrole conflict score was 3.2 for role strain on a 5point Likert scale. The organizational factors associated with ATPSSs may be different than those in other settings; therefore, these outcomes provide insight into the degree and components of role strain in the PSS.…”

Role Strain, Part 2: Perceptions Among Athletic Trainers Employed in the Professional Practice Setting

“…3,6,10 Role strain occurs when excessive time demands limit the ability of an individual to balance multiple roles, 25 and for our participants, excessive workloads (ie, time, demands) precipitated their perceptions of strain. Role overload was the leading contributor to role strain in the ATPSS.…”

“…Fundamentally, these strategies align with ways to establish work-life balance and reduce role strain. Role sequencing and prioritization 25 are documented strategies used to reduce role strain, and, as described by our participants, delegating some of their responsibilities was a way to mediate role strain. Role ambiguity can lead to strain if one is unaware of what is expected in one's role and what tasks need to be done; thus, if the AT is able to define his or her role clearly in the organization, strain can be reduced.…”

“…6 Therefore, when an AT or any working professional has demanding work hours, role strain is likely to occur. 3,6,9,10,25 Unique to the PSS are the external influences (ie, athletes' expectations, spectators, etc) and the expectations of the organization, which are often characterized as unrelenting. Participants described sources such as an athlete's agent, family members, and friends who influenced medical decisions.…”

“…Interestingly, most sources of ATPSS strain were caused by organizational factors; however, one consequence that emerged demonstrated a spillover effect, whereby workplace strain affected the personal lives of our participants. Role strain exists when time demands become excessive and limit the time available to engage in and enjoy other roles, 25 so it is understandable that work-life imbalance emerged. Based on the literature, [8][9][10]23 we expected work-family-life conflict to be common in the athletic training profession.…”